Be more confident than you think you're supposed to be. Toot your own horn and don't be shy about asking them to toot theirs.
Answer their questions in a way that guides the conversation towards what you want them to know.
Ask alot of questions, but don't ask questions about stuff you should already know from having done your homework. But reference what you already know while asking questions so they know you did it.
Good questions revolves around what concrete contributions they're looking for from the hire within the first 6 mo, 1 yr, 3 yrs, so you can then shape your answers to display how you can contribute that.
Always be clear on what next steps and contact expectations/people are and confirm at the conclusion of the interview.
Unless it's an alpha-type sales job, never use "I" when talking about your accomplishments. It's always "We" with examples both of how you led and how you supported your team...even if you didn't really have a formal team.
Lots of brief compelling anecdotes you can mold to fit questions is generally more effective than bland qualifications and accomplishment lists.
For most jobs, what you're capable of learning is more important than what you already know (beyond the minimum qualifications to do the work of course) and what you can communicate about what you know is more important yet...and often who you can communicate to.
Those are all of my current "interview tips" I can think of readily.
I only know about technical interviews but I generally am looking to find if you can reason beyond your current knowledge. I want to hear what you are thinking about as you work your way through a problem.
William Nichols : Well, roughly, when I interview as a dog I do my best to be very attentive, and show my engagement with the company, the people doing the interview, and the excitement of being able to work with them.
When I interview as a cat, I internally identify early some reason why this is clearly a terrible job I probably don’t want, and I then go through the interview gamely and politely trying to give them opportunities to redeem my opinion.
I tend to get more job offers using the latter, but I value them less. Whatever works to loosen you up, though.
-- What's a day look like? -- What can you tell me about the clients? -- What non-technological methods are you using for project management? -- What is the career path here? -- Are you happy? -- What's your favorite color? -- How much coding, if at all, should I expect to do? -- How do we define work that is ours versus the clients?
I've been kicking around the idea of using the question "what was the last computer you purchased and more importantly, how did you choose that machine?" as an interview question. I think it says a lit about how people go about decision making especially when it comes to needs costs expenditures.
I interviewed twice last week for internal positions, and have decided that interviews should be renamed "hot takes on important topics."
Real advice: have a lot of stories ready to use when they say "Tell me about a time when..." Also use these stories on "what would you do if..." questions. Get a book of interview questions and spend time thinking about your answers. Definitely be prepared for common questions like: why should we hire you? What sets you apart from other candidates? Why do you want this job? Is there anything we should know about you or that you want too tell us about yourself?
Pause for a moment before answering. Be polite and attentive. Ask questions. Tell them you want the job.
ReplyDeleteConfidently and honestly. And remembering you have options.
ReplyDeleteWell, do you want to interview like a dog, or like a cat?
ReplyDeleteBe more confident than you think you're supposed to be. Toot your own horn and don't be shy about asking them to toot theirs.
ReplyDeleteAnswer their questions in a way that guides the conversation towards what you want them to know.
Ask alot of questions, but don't ask questions about stuff you should already know from having done your homework. But reference what you already know while asking questions so they know you did it.
Good questions revolves around what concrete contributions they're looking for from the hire within the first 6 mo, 1 yr, 3 yrs, so you can then shape your answers to display how you can contribute that.
Always be clear on what next steps and contact expectations/people are and confirm at the conclusion of the interview.
Unless it's an alpha-type sales job, never use "I" when talking about your accomplishments. It's always "We" with examples both of how you led and how you supported your team...even if you didn't really have a formal team.
Lots of brief compelling anecdotes you can mold to fit questions is generally more effective than bland qualifications and accomplishment lists.
For most jobs, what you're capable of learning is more important than what you already know (beyond the minimum qualifications to do the work of course) and what you can communicate about what you know is more important yet...and often who you can communicate to.
Those are all of my current "interview tips" I can think of readily.
I only know about technical interviews but I generally am looking to find if you can reason beyond your current knowledge. I want to hear what you are thinking about as you work your way through a problem.
ReplyDeleteCome with a list of about 12 questions you want answered. When they ask if you have any questions ask 3-5 that they haven't already answered
ReplyDeleteTony Lower-Basch I think I know what you mean, but do tell.
ReplyDeleteWilliam Nichols : Well, roughly, when I interview as a dog I do my best to be very attentive, and show my engagement with the company, the people doing the interview, and the excitement of being able to work with them.
ReplyDeleteWhen I interview as a cat, I internally identify early some reason why this is clearly a terrible job I probably don’t want, and I then go through the interview gamely and politely trying to give them opportunities to redeem my opinion.
I tend to get more job offers using the latter, but I value them less. Whatever works to loosen you up, though.
I should write down some quetions.
ReplyDelete-- What's a day look like?
-- What can you tell me about the clients?
-- What non-technological methods are you using for project management?
-- What is the career path here?
-- Are you happy?
-- What's your favorite color?
-- How much coding, if at all, should I expect to do?
-- How do we define work that is ours versus the clients?
I've been kicking around the idea of using the question "what was the last computer you purchased and more importantly, how did you choose that machine?" as an interview question. I think it says a lit about how people go about decision making especially when it comes to needs costs expenditures.
ReplyDeleteI interviewed twice last week for internal positions, and have decided that interviews should be renamed "hot takes on important topics."
ReplyDeleteReal advice: have a lot of stories ready to use when they say "Tell me about a time when..." Also use these stories on "what would you do if..." questions. Get a book of interview questions and spend time thinking about your answers. Definitely be prepared for common questions like: why should we hire you? What sets you apart from other candidates? Why do you want this job? Is there anything we should know about you or that you want too tell us about yourself?
Interview went well. Thanks, everyone. More news in ~48 hours.
ReplyDeleteI got the job.
ReplyDeletenice. Congrats
ReplyDeleteThanks.
ReplyDeleteHere's some info:
plus.google.com - Stats on my job hunt: -- Applied to nearly 200 jobs, mostly through Linkedn's...
Which one?
ReplyDeleteFirst interview. Scrum Master for a software project for the Navy.
ReplyDelete